Evaluation Of Employee Performance Appraisal

Performance appraisal is a method which is increasingly used to evaluate employees to determine the degree to which they are performing effectively and encourage them to direct their energies towards organizational performance. Although the appraisal is being practiced, there are criticisms made against the system which generally arise from within the Orthodox and radical management frame work.

A performance appraisal is one of the most important factors in any organization and can be one of the greatest tools used to record employee production. Every organization has to have goals and objectives established and the employee has to be involved in this process. By conducting performance appraisal will improve productivity and also the morale of the employees.

Development of a performance appraisal system that is effective in a human service organization is of benefit for the organization and the employees. For a performance appraisal system to be effective, the system has to be strategic, designed to fit the specific needs of the organization, non-discriminatory, non-bias, with correct implementation and administration. Many different components, must to be incorporated to make this type of system beneficial for all who use it, and all who are evaluated by the system.

Seiden, S., & Sowa, J. E. (2011). Performance Management and Appraisal in Human Service Organizations: Management and Staff Perspectives. Public Personnel Management, 40(3), 251-264.

In this paper I will be describing effective performance appraisals and how they can increase employee performance. I will provide examples of strategic advantages in the performance appraisals process and also give examples of potential unfairness in the employee appraisal system.

First, we need to ask what performance appraisals are. They are “The identification, measurement and management of human performances within an organization.” (GOMEZ-MEJIA, 2010) Performace appraisals are popular and used world wide to measure personal and team performace. Performance management has increased with the gripping economy and having less to do more. Managers have always thought of optimal performance, yet a poorly written performce appraisal has a devistating impact on the employee, the manager, and the company.

Performance appraisal is important to any organisation as this is the optimum way of achieving goals and set objectives by the business. The organisation will have constant supervision of employees and how they are performing, this creates a relationship which can have a positive influence rather than a negative one as the employees will see firsthand what they are doing wrong and will strive to improve. In the organisation these appraisals can be used to determine the weaker and stronger employees, successful organisations today have strong performance appraisals as this allows them to recruit, develop and maintain their employees and keep them at a high standard which allows the organisation to grow.

shown marked improvement or progress. Lack of personal performance growth would result in consequences for the employee including a probationary period or dismissal. Personal conflicts between manager and employee should not be reflected in the appraisal process. Manager accountability would be reflected by the performance of the employee; hence, an ineffective manager could as easily be discovered through the process as an ineffective employee could be. The process would actually be a system of checks and balances. Ideally, this would promote team players and identify any weak links. The goal of performance appraisals is utilizing the employee’s performance and their behavior or attitude. With correct implementation, the attitude and behavior will not be the issue or focus of the manager. “For any performance improvement to take place, both parties must agree that improvement is necessary, that a plan for improving performance has been jointly formulated, and that periodic progress improvement sessions will take place, as needed. Thus, improvements in employee performance and attitudes can truly be enhanced.” (Peggy Anderson, 1998)

In today’s business world, performance appraisals are still widely used, yet at the same time very criticized. One of the reasons appraisals are criticized is some feel that they are a waste of time and are not value added. Samuel Culbert, author of the book,“Get Rid of Performance Reviews” states, “This corporate sham is one of the most insidious, most damaging, and yet most ubiquitous of corporate activities” (Culbert). He goes on to say that, “Everybody does it, and almost everyone who’s evaluated hates it” (Culbert). He feels that appraisals are worthless and should never be a method used for giving employees feedback. After doing more

The annual performance review seems ineffective, a waste of time, or it becomes demotivating for employees and thus counterproductive. Employee appraisal is a method of measuring and evaluating employee job performance. The employee evaluation consists of regular reviews at different intervals every six months or yearly reviews. The evaluations are a pre-determined set of criteria centered on organizational goals. A manager conducts performance evaluations and discusses the employee’s strengths, weaknesses, employee behaviors, productivity. A performance appraisal is essential for refinement, maintaining, or increasing job performance. These reports give the employee insight to where improvement is needed, and it provides an opportunity for development.

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

Performance appraisals must be done and be reflected in the responsibilities distributed among the workers with the aim of enhancing employee performance. (Sha 2007)

Erasmus, Swanepoel, Schenk, van der Westhuizen and Wessels (2005: 268,269) state that performance appraisal is a formal and systematic process which the job-relevant strength and weaknesses of employees are identified, observed, measured, recorded and developed. The performance appraisal

But somehow ‘performance appraisal’ is the most hated organizational practice by the employees. No one is ever happy with the results of their performance appraisals. Many solid, successful, and happy employees find their ratings discouraging. At the same time we find the managers and HR to be fidgeting uncomfortably even after doing everything they could to ensure that the performers are well fitted in the bell curve. There has to be a better way. Have the companies like Microsoft, Cisco, Accenture and IBM found the better way by doing

Performance appraisal has grown to become an essential tool in every organization today. It has grown rapidly over the past decade with around 70% employees being appraised in 2011, rising from 43% in 2004. (WERS data, 2011). Performance appraisal allows an organization to measure the performances of its employees and use it as a comparison or decision – making tool for future objectives. However, despite its importance, it has become a commonly criticized HRM practice. (Gary et all) summarized performance appraisal into a real life example by comparing PA systems to seat belts in how people deem them necessary but only use them reluctantly to satisfy legal requirements or organization procedures. This can be related back to managers and supervisors responsible for appraisals in organizations. This essay will look deeper into the growing problems created by performance appraisal. Also, there will be a brief review of how some techniques and philosophies of appraisal are affecting modern organizations and its employees.